La ruptura de contrato psicológico y las respuestas del trabajador: ¿Relaciones mediadas por la confianza organizacional?

• Autores: Gabriela Topa Cantisano, Francisco José Palací Descals , José Francisco Morales Domínguez
• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 20, Nº 1, 2004, págs. 31-46
• Idioma: español
• Títulos paralelos:
  • The violation of psychological contract and employee reaction: Relationships mediated by organizational trust?
• Enlaces
  • Texto completo (pdf)
• Dialnet Métricas: 8 Citas
• Resumen
  • español

    Este estudio transversal pone a prueba un patrón de relaciones teórico específico entre percepción de ruptura de contrato psicológico, confianza organizacional y resultados. El modelo de investigación propone dos predictores (percepción de ruptura de contrato psicológico y confianza) y tres importantes resultados psicológicos (compromiso afectivo y normativo, conductas de ciudadanía organizacional). El estudio se ha desarrollado con una muestra de trabajadores de emergencias españoles (N = 151). Más específicamente se ha hipotetizado que la confianza organizacional mediaría las relaciones entre predictores y resultados. Los resultados muestran que las hipótesis se han confirmado.

  • English

    This cross-sectional study tested a theoretically derived pattern of specific relationshipsbetween psychological contract perceived violation, organizational trust and outcomes. Theresearch model holds two predictors –psychological contract perceived violation and trust,and three important psychological outcomes –affective and normative commitment, organizational citizenship behaviors). The study was carried out with a sample of Spanish emer-gency workers (N= 151). More specifically, it was hypothesized that organizational trustwould mediate the relationships between predictors and outcomes. Results confirmed thehypothesis.

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